Hiring, run from inside your team. Whether you have one yet or not.
A recruiter from our team runs hiring from inside yours and rebuilds the process around it, with automation where it earns its place, so it keeps working after we leave. Scale the team you have, start from nothing, or cover the hiring nobody owns.
Trusted by teams at
Which one is you?
Three reasons teams call us. Pick yours.
Your hiring process was built in a hurry. Now it is the bottleneck.
We start with a free diagnosis of how you hire today: where candidates stall, what the team still does by hand, what the numbers say. Then we embed, fix the process, and build automation and AI into it with a person owning every decision. The system stays with you when we leave.
How the rebuild works → Hiring surgeEight roles this quarter. Two the next.
Embedded covers up to three live roles at once and swaps them as they close. Pause when the roles are filled and come back for the next push without re-onboarding. No permanent headcount for a temporary spike.
Embedded for a surge → No recruiter yetYou are the recruiter, between board meetings.
Or you run People, and hiring landed on top of everything else. Either way we run the whole talent and people function from day one: scorecards, ATS, interview loops, offers, and the culture you hire into. Then we hand it over to the recruiter you eventually hire.
Your first talent function →How we work
One retainer. Milestones for everything else.
$5,000 a month puts a recruiter inside your team for up to three live roles. Process and automation work is scoped as milestones, each priced and agreed before it starts. No percentage of anyone's salary.
Embedded Recruitment
Your in-house talent team, without the headcount.
A recruiter from our team inside yours, running hiring end to end on a $5,000 a month base retainer. Up to three live roles, swapped as they close. Sourcing, screening, interviews, offer management, and the stakeholder coaching that keeps it all moving.
Process and Automation Milestones
Agreed before they start. Priced one at a time.
The diagnosis and the audit find what is slow. Each fix becomes a milestone with its own number and its own expected result, agreed up front: ATS rebuild, scorecards and interview loops, enrichment, connections between the tools that do not talk to each other, outreach tracked through your ATS, reporting. Different for every client. You keep everything that gets built.
The numbers are on the pricing page. Sourcing as a service and hiring process design are still available as standalone projects. Not sure which model fits? Read the neutral embedded vs RPO vs agency comparison, or check who we work with, including who we turn down.
AI sourcing agents
Use the agents. Own the decision.
Juicebox, Fillmore, or whichever tool fits the role. We run them inside your stack when they fit the role, and we tell you when they do not. A person on our team still makes the shortlist call and still picks up the phone. The agents do the volume. The judgment stays human.
The agents do
- Volume search across markets
- Enrichment: filling in what the ATS is missing
- Scheduling, reminders, rejections
- Reporting that produces itself
A person does
- Calibrating with the hiring manager
- The shortlist call, every time
- The culture read, from your best and worst hires
- Offer, counter-offer and close
You keep
- The workflows, in your systems
- The candidate data
- A team trained to run it
- Less done by hand next quarter
Proof
What do clients say about working with Techy Recruiter?
A funded startup, 2026. Bad hires already on the team, no ATS, no recruiter, no process. We built the whole talent function from zero, culture included: 70%+ reply rate on outreach, more than half of screened candidates to interview, every offer accepted. Then we handed it over. Read the case study →
"Tarek provided top quality candidate outbound and sourcing support. Friendly, kind and smart. Understood our specific profile needs from the very beginning."
"Tarek had great insight into the field of tech recruiting, but also the hard task of building and training the best recruiters!"
"An exceptional professional who consistently delivers excellent work. His willingness to think outside the box and find innovative ways to improve processes is truly appreciated."
About the Founder
Who is behind Techy Recruiter?
Techy Recruiter was founded by Tarek Mahdy, a tech recruitment consultant and talent strategist with over a decade of experience hiring for funded startups and scale-ups across Europe, the Gulf and Egypt.
He has built and run hiring functions for CoW DAO, Reaktor, WeTravel, Take In and Akkuro (formerly five°degrees), from setting up ATS workflows in Ashby to redesigning interview processes and coaching hiring managers across Amsterdam, Berlin, Helsinki, Lisbon, Dubai, Riyadh and Cairo. At CoW DAO the team grew from 23 to more than 55 while he ran hiring. Most recently he built a funded startup's whole talent and people function from zero, culture included: a 25-day median time to fill and every offer accepted.
The approach is simple. Every search starts with two questions: who on your team do you want more of, and which hire do you most regret. That becomes the scorecard, next to the skills. Then modern tooling, AI-assisted screening, structured interviews and automation carry the volume, with a person owning every decision.
How It Works
How does the free diagnosis work?
Free Diagnosis
30 minutes on how you hire today. Within two working days you get a one-page written read: what to fix first, what to leave alone.
Scope
If we are a fit, a written scope with the role set, the timeline and the monthly number. If we are not, the read still tells you what to fix.
Embed & Execute
We plug into your tools, align with hiring managers, and start sourcing and screening within days.
Hire & Handoff
Candidates accept. Process, ATS and workflows are documented and handed over. Pause, or come back for the next push without re-onboarding.
Frequently Asked Questions
Common questions about working with us
What does a tech recruitment consultant do differently from an agency?
A tech recruitment consultant embeds into your team and works as your dedicated hiring partner. Unlike agencies that send batches of CVs, we handle your entire hiring function: sourcing, screening, interview design, offer management, and process optimization. You get strategic hiring advice, not just candidates.
Where do you hire?
Europe first: the Netherlands, Germany, Finland and Portugal are our strongest markets, and we run searches across the rest of the EU and the UK. The Gulf: UAE, Saudi Arabia, Qatar, Bahrain, Kuwait and Oman. And Egypt, where we are based. Most searches cover more than one country.
What industries do you specialize in?
We specialize in hiring for Web3, fintech, SaaS, and product-led tech companies. Our experience spans decentralized organizations, core banking platforms, and fast-growing startups from seed to Series C.
How much does it cost?
A $5,000 a month base retainer covers a recruiter inside your team and up to three live roles. Process and automation work is priced as milestones, each agreed before it starts. No fixed minimum, and other payment arrangements are available depending on the case. It is all on the pricing page, so the diagnosis can be about your roles rather than your budget.
Do you work on a success fee?
Not as standard. The retainer pays for a process. A success fee pays for a placement, and we would rather build the first. For a single urgent role we will occasionally take one. Ask on the diagnosis.
Do you use AI sourcing tools like Juicebox or Fillmore?
Yes, where they fit the role. We run AI sourcing and ranking tools inside your own stack and tell you when they are the wrong fit, for example passive senior profiles who never opted in. The shortlist call and the conversation with the candidate stay with a person on our team. More on the recruitment automation page.
Can we pause an embedded engagement after a hiring surge?
Yes. Pause when the roles are filled and come back for the next push without re-onboarding, because the ATS, scorecards and workflows we built stay in your systems.
How quickly can you start?
Sourcing is usually live within a week of the written scope being signed. The diagnosis takes 30 minutes, the written read follows within two working days, and the scope after that.
Tell us about your worst hire.
Book a free 30-minute hiring diagnosis. Bring the roles you need to fill and the hire you wish you had not made. We build the process and the profile around both.
Book a free hiring diagnosis →30 minutes · a written read within two working days · pricing already published